In our Group, to raise awareness and understanding of HR strategy among employees and to deepen connections between management, employees, and organizations, the HR Department, with support from the CHRO and HRO, holds “PEOPLE DAY.”
This event is held in two sessions, morning and afternoon. For the morning session, in principle, department managers and above are required to attend in person. Each year, more than 200 participants, mainly top management, executives, and department managers, gather at the venue, while over 500 employees, including those from the Functional Materials Manufacturing business, join online. In addition to speeches by top management from JGC Holdings and group companies addressing organizational and communication matters, the CHRO provides an explanation of HR strategies. Furthermore, initiatives by employees that have contributed to strengthening organizational capabilities are recognized as good practices through the HR Award program, where top management and HRO present awards to encourage further efforts.
The afternoon session features a variety of programs each year, such as management dialogues, panel discussions by project managers from Japan and overseas, and exchanges with employees from JGC India, which serves as a design hub for JGC corporation. These activities help strengthen connections within the group. We will continue to hold this event regularly and embed it as part of our corporate culture that values people, organizations, and “connections.”

In addition to instilling the JGC Group's purpose, "Enhancing planetary health," we provide "Purpose Journey training" with the aim of having employees renew their own sense of purpose and pointing out items in common with the company and each individual.
Initiatives include a program for exploring the employee's own sense of perspectives, an aptitude test for analyzing oneself from objective and quantitative metrics, and a program for identifying personal qualities and strengths from individual lifeline charts.
Participants discuss with each other about the background of the company's purpose, and find areas in common between the company's purpose and their own individual purpose, to create their My Tagline in around 15 words.
As of the end of July 2025, training will have been provided to 90% of eligible employees, and we plan to continue offering it to new eligible employees, such as mid-career hires.
In post-training surveys, the average level of agreement with our Group’s purpose increased from 2.58 points before training to 4.13 points (out of 5).

The four EPC-related companies introduced the “Organizational Diagnosis Survey” in December 2023 to regularly assess the status of employees and organizations and link the results to organizational strength enhancement initiatives in each department.
The survey is conducted twice a year for all employees of the four EPC-related companies. This survey uses a format that asks about both “expectations for the company” and “satisfaction,” visualizing both the level of expectations and satisfaction among employees. Items with high levels of both expectation and satisfaction are regarded as strengths of our Group. However, items with high expectations but low satisfaction are looked into as possible issues, and initiatives for improvement are implemented. The survey results are shared with all department heads, covering both strengths and issues. In addition, a dedicated “Organizational Development Support Partner” has been established within the HR Department to provide support from identifying to solving department-specific issues from an organizational development perspective.
In the fourth survey conducted in June 2025, 85% of eligible employees responded, revealing that “industry influence,” “attractive talent,” “fair evaluation of subordinates,” and “the spirit of respect” are common strengths of our Group. On the other hand, since issues differ by department, each department is taking specific measures according to their respective issues, with feedback and support from the Organizational Development Support Partner.
Through compiling survey results and dialogue with departments, information on the state of the organization is consolidated in the HR Department. Going forward, in addition to solving issues, the HR department will strengthen its support by sharing good practices from departments that are ahead in their initiatives. Going forward, the HR Department, department heads, and CDM will work together to promote initiatives for the sustainable growth of the organization.

The four EPC-related companies are working to promote employee retention based on the Human Resource Grand Design, by strengthening onboarding, improving engagement, and providing growth environments tailored to employees.

• *Based on a denominator of approximately 3,000 employees at the four EPC-related companies. Only employees under 65 years old who are retiring for personal reasons
  (Reference): According to the Ministry of Health, Labour and Welfare’s Employment Trend Survey, the turnover rate for general workers in the construction industry is about 10% annually.